Purpose: Considering the importance of employee performance in the changes in state higher education institutions, this study aims to conceptualize the mediating role of employee engagement and empowerment in predicting employee performance. Design/methodology/approach: The study uses a quantitative survey method to collect data from staff members…

The credibility of higher education institutions hinges upon certain dynamic factors among which leadership has widely been considered and validated as the most critical in all respects. Similarly, leadership styles have been measured as the potential and significant predictor for various organizational outcomes. Among all, transformational and…

This study explored the mechanism of labor market performance by confirming the role of secondary vocational education for young Korean employees of high school graduates. To this end, we focused on the Meister High School (MHS) policy for fostering the lead in secondary vocational education in Korea. In comparative perspective, data from 2,344…

The job demands-resource model of work engagement describes how engagement is influenced by various work demands, and the work-related and personal resources of employees. We studied the role of organisational climate, organisational justice and psychological capital of employees in explaining work engagement. At the outset, 212 full-time adults…

This quantitative correlational study examined to what extend personality traits predict organizational citizenship behavior (OCB) among full-time public community college employees. Public community colleges are facing significant challenges in managing ongoing decreases in state appropriations. The construction of human capital theory, the…

The purpose of this research was to develop and provide initial validation evidence for the performance impact of a measure of an individual's perceived ability to learn and solve problems (PALS). Building on the self-efficacy literature and the importance of learning and problem solving, the fundamental premise of this research was that PALS…

Previous research pertaining to job performance and voluntary turnover has been guided by 2 distinct theoretical perspectives. First, the push-pull model proposes that there is a quadratic or curvilinear relationship existing between these 2 variables. Second, the unfolding model of turnover posits that turnover is a dynamic process and that a…

Frontline youth workers' ability to form strong, positive relationships with program youth is a key element in maximizing the benefits of program participation. A recent National Collaboration of Youth (2006) report identified six elements associated with youth workers' competency to complete their professional roles: compensation, training…

Telework is becoming one of the best options available to help organizations gain a competitive advantage. When management considers the fluctuating cost of fuel, emphasis on employee flexibility, and need to retain the most-qualified workforce, telework can be advantageous for solving problems. This quantitative comparative (non-experimental)…

Results of an eight-hour training program designed to minimize rating errors supported the hypothesis that low correlations were a result of rating errors made by supervisors. Of the five predictors, four correlated significantly with the performance ratings that were conducted after the supervisors had received the training. (Author)

Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

The basic proposition of Lawler's model explains only a moderate amount of pay satisfaction. Dyer and Theriault add pay administration variables to Lawler's model. This expanded model accounts for more pay satisfaction variance and predicts consequences, i.e., turnover, absenteeism and pro-union attitudes, of pay dissatisfaction. (Author)

This study examined the contributions of the 5-Factor Model (FFM; P. T. Costa & R. R. McCrae, 1992) and RIASEC (J. L. Holland, 1994) constructs of consistency, differentiation, and person-environment congruence in predicting job performance ratings in a large sample (N = 514) of employees. Hierarchical regression analyses conducted separately by…

The relationship between managerial social power and subordinate job performance has produced mixed empirical results. To investigate the relationship between employees' performance and their perception of managers' social power under favorable and unfavorable climate conditions, an average of 135 city government employees completed two series of…

Background characteristics (grade point average, degree level, college quality, major, work experience, and recruitment source) were correlated with performance appraisal scores of 564 entry-level public employees. Although most agency managers surveyed believed performance was linked to those characteristics, grade point average was the only…